Employment and Labor Law
At Shulman Rogers, the focus of our employment and labor law attorneys is to help our clients successfully navigate through the increasingly complex and ever-changing landscape of laws affecting their issues. We take a pro-active approach to alerting our clients to changes and developments in the law and advising them how to appropriately adapt to these changes. We also work closely with our clients to identify and solve their workplace concerns and issues before they become disputes. Disputes unfortunately do arise, however, and when they do, we vigorously represent clients in resolving those disputes, including in proceedings before local, state and federal administrative agencies and courts.
We advise and defend employers of all types and sizes, from large publicly-held companies to family-owned businesses, and from the well-established to early-stage and growing entrepreneurial companies. We are experienced in handling the specific and unique issues that each of these businesses face. Our attorneys make the effort to understand a client’s objectives, and work directly with the client to achieve those objectives. Many of our clients have come to us as referrals from existing clients.
Our Strategic Location
Consistent with our strategic location just outside Washington, D.C., Shulman Rogers has established a reputation for in-depth knowledge of not only federal employment law, but also the laws of Maryland, the District of Columbia and Virginia. Our attorneys have extensive experience practicing before the courts and agencies in those jurisdictions. National and international companies with operations in this region retain us because of our local knowledge and experience; other law firms refer clients or work with us because of these capabilities.
Our Cost-Effective Approach
Our broad and diverse employment and labor law practice offers the expertise of “national” or “downtown” firms but at fees reflective of our suburban location and a practical, cost-effective approach in all that we do, whether in counseling our clients or defending them in litigation. We assign attorneys who have the expertise and experience to handle matters effectively and efficiently. We use technology to reduce the cost of litigation.
Counseling, Education and Best Practices
We understand that most employers wish to avoid litigation, and we counsel our clients on preventive measures to help minimize the risk of litigation. We offer advice on day-to-day issues arising in the workplace as well as more complex problems. We assist clients in developing and implementing policies, practices and agreements to avoid liability and comply with workplace legal requirements, including handbooks, hiring documents, employment agreements and severance and release agreements. We develop agreements and policies to protect trade secrets and proprietary information and to prevent unfair competition by former employees. We also provide on-site training to management, supervisors and other employees to help protect our clients against liability and exposure to litigation.
Despite preventative practices, litigation is sometimes an unavoidable reality. Our attorneys vigorously represent our clients and actively practice before the federal and state courts and administrative agencies in Maryland, Virginia, and the District of Columbia.
Our attorneys counsel clients and litigate issues relating to:
- Equal employment opportunity, including sexual harassment, discrimination, retaliation, and disability-accommodation
- Termination of employment, including reductions in force, and wrongful discharge
- Investigation of and response to harassment claims and other workplace misconduct
- Wage and hour compliance
- Federal and state leave requirements
- Union-related matters before the National Labor Relations Board, including:
- collective bargaining negotiations
- union organizing campaigns
- grievance arbitrations
- unfair labor practice charges
- Noncompetition, confidentiality, invention and other agreements preventing unfair competition and protecting trade secrets and intellectual property
- Employment agreements for executives and other key employees and related compensation issues such as stock options and other incentive compensation plans
- Mergers, acquisitions and business reorganizations
- Workplace safety compliance under OSHA and other federal and state laws
- Unique requirements applicable to government contractors, including the Service Contract Act, Drug-Free Workplace Act and Executive Orders
EMPLOYMENT LAW ALERTS
- September 29, 2016: Investigations, Misclassifications, and new Sick Leave Laws
- July 15, 2016: Gender Identity Workplace Implications, and EEOC Poster Penalties
- June 30, 2016: EEOC Provides Guidance on Leave as a Reasonable Accommodation
- June 27, 2016: New DOL Regulations Prohibiting Sex Discrimination by Federal Contractors
- June 16, 2016: New Federal Law Requires Updated Restrictive Covenants
- January 2016: New Pay Transparency Requirements for Federal Contractors
- July 2015: Montgomery County Passes Mandatory Paid Leave Law
- June 2015: Are your Managerial Employees Exposing you to Lawsuits? If so, it's Time for Compliance Training
- April 2015: Spring Cleaning: Time to Review and Update Employment Policies
- February 2015: Prince George’s County “Bans the Box”
- Judge Sees Mastermind Behind String Of FCRA Suits
- Merry Campbell quoted in What's Working in Human Resources
- Joy Einstein appointed Co-Chair of the Montgomery County Bar Association's Employment Law Section
- Joy Einstein published in The Advocate: Transformation of LGBT Protections in Employment Law
- Merry Campbell quoted in What's Working in Human Resources
- Merry Campbell quoted in the Washington Post on a significant victory before the National Labor Relations Board
- Merry Campbell named by Human Resource Executive as one of the Nation's Most Powerful Employment Attorneys of 2015
- Merry Campbell quoted in Bloomberg BNA, Daily Labor Report on Noncompetition Agreements
- Meredith Campbell on Fox5 News commenting on Ray Rice and NFL legal issues
- Advice for Small Employers Drug Testing New Hires
- 6 Things You Need to Know About the Family and Medical Leave Act
- Temporary Workers: Employ with Caution
- More Reasons Not to Spy on Potential Hires
- Facebook Firings: Feds, Managers Navigate 'New Territory' In Employment
- Court gives claws to ‘cat’s paw’
- Recession Causes Rise In Man-On-Man Sexual Harassment Claims
- Employment Roundtable: Employees, Contractors, Temps, and Interns... What's in a Name/Classification and Why Should I Care?
- Employees, Contractors, Temps, and Interns… What’s in a Name and Why Should I Care?
- Employment Roundtable: Understanding and Complying with Wage and Hour Laws In This Age of Increased Lawsuits and Agency Enforcement Efforts
- Employment Roundtable: Crowdsourcing Answers to Problem HR Situations
- Employment Roundtable: You’re Not My Employee, Are You? Expansion of Joint-Employer Liability and What it Means for Your Business
- Employment Roundtable: Protecting Your Secret Sauce AND Your Chef
- Employment Roundtable: Things You Should Know To Avoid Human Resource Headaches
- Employment Roundtable: Crowdsourcing Answers to Problem HR Situations: Part II
- Facebook, LinkedIn and Twitter - OH MY! A Business Owner's RX for Managing not-so Social Media
- Employment Roundtable: What To Do When Your Employees Can’t or Won’t Come To Work
- Protect What You Value…A "How To" Guide for Retaining Clientele, Business Secrets and Key Personnel
- Navigating the Maze of Employment Complaints